Director of rewards, data & analytics

Backmarket; Paris; Hybrid; EUR 180,000 - 240,000; Full time

Benefits offered by this job

Hybrid work model

Employee resource groups & mentorship

Job summary

Back Market is seeking a Director, Rewards & Data to lead Total Rewards, equity and people data initiatives across international operations. You will own compensation, stock programmes (options and BSPCE), and global benefits while building a scalable HR data capability.

You will work with Finance, Legal, Payroll and People Ops to shape strategy, drive equity governance, and provide analytics-driven recommendations to executive leadership. Fluent English required; hybrid work model offered.

Qualifications

• Significant experience leading a Total Rewards or Comp & Ben function in an international, multi-site company.
• Hands-on ownership of stock option and BSPCE programmes.
• Experience building or rebuilding an HR data or analytics capability.
• Multi-country practice across Europe and US/APAC, with pay equity know-how.
• Credibility with a CEO, CFO and Executive Committee; data-driven recommendations.

Responsibilities

• Build and lead the hub; set the vision, roadmap and ways of working; manage experts and providers.
• Define decision rights with People Partners, Finance, Legal, Payroll and People Operations & Tech; shape People strategy.
• Own Total Rewards and compensation; oversee reward philosophy, job architecture, benchmarking and pay positioning.
• Lead annual compensation review with Finance; advise executives on offers, promotions, retention and org changes.
• Monitor internal equity and market competitiveness; prepare for EU Pay Transparency Directive.
• Steer equity programmes; governance, lifecycle from grant to exit, communicate value to employees.
• Turn People data into decisions; own HR Cockpit priorities and metrics; work with Workday standards.
• Co-steer workforce planning and people cost trajectory with Finance; model scenarios for decisions.
• Shape benefits and international mobility; set global/local benefit principles and immigration governance.
• Maintain governance around reward decisions and sensitive data; ensure auditability and data protection.
• Collaborate with CEO/CFO/Executive Committee on strategy and enable scalable growth.

Skills

Total Rewards

Comp & Ben

People data

HR analytics

Headcount planning

Stock options

BSPCE

Equity programmes

Cross-functional leadership

English fluent

Tools

Workday

HRIS

Job description

Hi, we’re Back Market.We’re here to help make tech reliable, affordable, and better than new. We're a global marketplace for refurbished devices, helping lower our collective environmental impact by providing trustworthy, affordable tech with 92% less carbon emissions than new.

Yep, you read that right. Turns out refurbished tech is way better for the planet than new. In fact, With every device purchased on Back Market, our positive impact on the planet grows. From our Customer Care representatives to our software engineer, every individual at Back Market cuts the planet — and consumers — a break. Our mission is simple: to do more with what we already have.

Are you ready to join us?

As Director, Rewards & Data, you make pay, equity, benefits, workforce costs and People data work as one decision system

You join the People Leadership Team and lead a team of three experts (Compensation; People Data & HR Cockpit; Cost Control & Workforce Planning), plus our Benefits and Immigration providers.

Your mandate has two sides:

• Total Rewards — design and run a reward system (compensation, stock options and BSPCE, benefits, international mobility) that is competitive, fair, transparent and financially sustainable.

• People data and workforce economics — give leadership a reliable, shared view of headcount, people costs and workforce trends, and turn it into recommendations before decisions are made.

What you'll doBuild and lead the hub

• Set the hub's vision, roadmap and ways of working; lead and grow your three experts and manage specialist providers with clear accountability.

• Define who decides what with People Partners, Finance, Legal, Payroll and People Operations & Tech, and shape our People strategy as a member of the People Leadership Team.

Own Total Rewards and compensation

• Own our reward philosophy and global compensation framework: job architecture, salary ranges, benchmarking and pay positioning.

• Lead the annual compensation review with Finance, and advise executives and People Partners on offers, promotions, retention and organisational changes.

• Monitor internal equity and market competitiveness, and get Back Market ready for the EU Pay Transparency Directive.

Steer our equity programmes (stock options and BSPCE)

• Own equity principles, governance and the role of equity in total compensation, with Finance and Legal.

• Guarantee a reliable, documented and auditable lifecycle from grant to exit, and help employees understand and value their equity.

Turn People data into decisions

• Own the HR Cockpit priorities and the definition of our key People metrics, built on Workday and aligned with company data standards.

• Co-steer workforce planning and the people cost trajectory with Finance (headcount, compensation, equity, benefits, contingent workers), with scenarios for organisational decisions.

Shape benefits and international mobility

• Set the principles for global and local benefits and immigration, and manage providers on compliance, quality, cost and employee experience as we grow internationally.

Keep it trustworthy

• Make sure reward decisions and sensitive data are handled with clear governance, approvals, auditability and data protection, and flag reward-related risks early.

What you’ll bring Significant experience leading a Total Rewards or Comp & Ben function in an international, multi-site company. Scale-up, tech or marketplace experience is a strong plus.

• Hands-on ownership of stock option and BSPCE programmes (or comparable French equity plans): governance, allocation and lifecycle.

• A track record of running people cost and headcount planning with Finance, and of building or rebuilding an HR data or analytics capability.

• Multi-country practice across Europe and at least one of the US or APAC, with working knowledge of pay transparency and pay equity requirements.

• Credibility with a CEO, a CFO and an Executive Committee: you bring fact-based recommendations and challenge constructively.

• Sound judgement balancing fairness, business needs, market competitiveness and financial sustainability.

• A builder mindset: you enjoy shaping a hub that is still taking form with a lean team, and you stay close enough to the detail to guarantee quality.

• The ability to explain complex reward and equity topics simply, and to handle sensitive matters with discretion.

• Fluent English (our working language).

WHY SHOULD YOU JOIN US ? At Back Market, we’re committed to hiring and supporting diverse teams of people from all backgrounds, experiences, and perspectives — it’s one of the reasons we’re such a high‑scoring certified B Corp company (93.2).

No matter your role and seniority level, you’ll enjoy impact‑driven work with hands‑on career development in an innovative, driven, and fast‑paced environment — with benefits to match, like:

• A mission driven work environment where your day to day makes an impact on the planet. Seriously.

• Hybrid work environment, with 2 remote days a week and 1 remote work week per quarter, plus 3 flex days.

• Employee Resource Groups, including mentorship programs, comprehensive accessibility policies, and cultural competency training.

At Back Market, we strive to create a workplace that embodies the world we’re trying to change. We’ve embedded our diversity, equity, and inclusion principles into our DNA — from dedicated staff to employee resource groups to our company values.

We know that the perfect background for a role doesn’t mean the perfect fit — we encourage you to apply for a role even if you think you may not have all the qualifications.

If reasonable accommodations are needed for the interview process, please do not hesitate to discuss this with the Talent Acquisition Team.